UNIVERSITY OF HOUSTON SYSTEM
ADMINISTRATIVE MEMORANDUM
SECTION:
Human Resources
AREA:
General
NUMBER: 02.A.40
SUBJECT: Staff Attendance and Punctuality
1.
PURPOSE
Staff employees are responsible for maintaining regular attendance sufficient to perform
the duties and responsibilities of their positions productively and efficiently, with
minimal disruption to the work schedules of their respective work groups. This
document describes the attendance and punctuality standards expected of staff
employees.
2.
POLICY
2.1.
The University of Houston System encourages good attendance habits and
punctuality on the part of its employees to carry out the academic, student, and
business support activities of each component university.
2.2.
All staff employees are expected to report for work and be prepared for duty at
the beginning of the work period.
2.3.
A staff employee who must be absent or tardy is expected to observe component
university or work group notification standards.
2.4.
Punctuality and regular attendance are important factors in consideration for job
retention and advancement.
2.5.
Abuse or improper use of leave entitlements, including falsification of reasons for
leave requests, will be grounds for disciplinary action, up to and including
dismissal from employment.
2.6
Job Abandonment: An employee who fails to report to work or fails to follow
departmental guidelines for notification of absence for more than three
consecutive work days may be considered to have abandoned the job. Job
abandonment is a form of resignation, and the employee may be released without
application of the policy and procedures on discipline and dismissal.
2.7
Termination as a result of no personal leave: All component university campus
employees must have personal leave available to be compensated for any days
missed. In the event an employee has no personal leave and is out for more than
three consecutive work days, they may be placed on Leave Without Pay (LWOP)
April 24, 1996; Revised June 14, 2016
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AM No. 02.A.40
in accordance with the System Administrative Memorandum 02.D.04. If the
employing department will NOT place the employee on LWOP, the employee has
no accrued personal leave, and they are not experiencing a Family Medical Leave
Act (FMLA) or Parental Leave qualifying event, their employment with the
component university may be terminated.
3.
2.8.
Each System component university campus may formulate internal procedures
that support this policy. Prior to implementation, approval is required by the
Component Chief Human Resources Officer.
2.9.
The policy of the University of Houston System and its components is to ensure
equal opportunity in all its educational programs and activities, and all terms and
conditions of employment without regard to age, race, color, disability, religion,
national origin, veteran’s status, genetic information, or sex (including
pregnancy), except where such a distinction is required by law. Additionally, UH
System prohibits discrimination in all aspects of employment and educational
programs on the basis of sexual orientation, gender identity, or gender expression.
For the UH System’s Official Non-Discrimination Statement, see
SAM.01.D.05 – Equal Opportunity and Non-Discrimination Statement.
REVIEW AND RESPONSIBILITY
4.
Responsible Party:
Associate Vice Chancellor for Human Resources
Review:
Every five years on or before September 1
APPROVAL
Approved:
Jim McShan
Senior Vice Chancellor for Administration and Finance
Renu Khator
Chancellor
Date:
June 14, 2016
April 24, 1996; Revised June 14, 2016
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AM No. 02.A.40
REVISION LOG
Revision
Number
Approval
Date
Description of Changes
1
04/24/1996
Initial edition
2
03/27/2001
Applied revised SAM Template to meet current documentation
standards. Changed “component” to “university” in
Sections 2.3 and 2.6. Added Section 3 definitions of Job
Abandonment, Termination as a Result of No Personal Leave,
and Personal Leave. Change in responsible party from
Chancellor of Chancellor’s Designee to Assistant Vice
Chancellor for Human Resources. Added Vice Chancellor for
Administration and Finance to approval process in Section 5.
Added Job Abandonment and Termination to Section 6,
Indexing Terms, and removed Attendance
3
05/31/2006
Applied revised SAM Template to meet current documentation
standards. Added “component” to “university” in Sections 2.3
and 2.6. Changed “must be terminated” to “may be
terminated” in Section 3.2. Changed review period from add
numbered years on or before June 1st to every three years on or
before June 1st
4
12/01/2010
Added sexual orientation to GENDA statement in Section 2.7.
Added “component” to Section 3.2. Changed responsible party
from Assistant Vice Chancellor for Human Resources to
Associate Vice Chancellor for Finance. Changed review period
from every three years on or before June 1st to every five years
on or before September 1st. Removed Section 6, Indexing
Terms
5
06/14/2016
Applied revised SAM Template and added new Revision Log.
Deleted Section 3 and Section 3.3 and moved Job
Abandonment to Section 2.6 and Termination as a Result of No
Personal Leave to Section 2.7. Revised Section 2.8 to indicate
that internal procedures can be developed by system
component campuses, but must be approved by the Component
Chief Human Resources Officer before implementation.
Added revised GENDA/Title IX Statement to Section 2.9 per
U. S. Department of Education’s Office of Civil Rights’
requirements. Changed responsible party from Associate Vice
Chancellor of Finance to Associate Vice Chancellor for Human
Resources
April 24, 1996; Revised June 14, 2016
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